You’ve come to your senses, and you’ve realized that remote hiring is the answer. You save costs for exceptional talent, so why not? Plus, it can’t be that difficult to hire remotely because everyone wants to work from home.
The truth be told, remote hiring can be frustrating, especially if you don’t have a process.
The remote hiring meaning drastically changed after 2020. Previously, companies who hired remotely did it because they wanted to hire freelancers who charged lower salaries. On the other hand, they were companies that saw all the benefits of dispersed teams and decided to go for it – yet this wasn’t as common as nowadays.
During 2020, as most companies transitioned to the remote work model due to the pandemic, more people got to experience what working virtually was like. This led to a significant increase in businesses hiring full-time remote employees.
However, not because someone wants to work from home means that they will be good at it. Every remote employee has certain skills, such as communicating clearly, working independently, and managing time efficiently, making them get results and achieve the team’s goals. But how to know for sure if someone will be an excellent remote employee? The answer is simple: By having a virtual hiring process.
5 Stages of the Remote Hiring Process
Before starting your interview process, always evaluate the reasons why you want to hire someone. This will help you establish the exact position and role the new person will have, and it will be easier to look for skills when making the hiring decision.
If you have in mind your ideal candidate with the must-have skills and the desired skills, it’s showtime. Here are the 5 stages of the remote interview process:
1. It All Starts with the Job Description
You’ve ever heard that cheesy saying that goes something like ‘Eyes are the doors of the soul’?. Think about job descriptions as the doors of a company.
When you need to hire for a certain position, you need to make sure that the job ad you’re writing explains clearly what the position is about and what are the skills required. Also, explain shortly what your company does and believes (without making an entire testament). This way, you’ll avoid candidates that don’t have what it takes to apply or candidates that don’t align with your company.
Be careful with the terms you use when writing your job description. According to a study conducted by Indeed, when companies use fun titles such as ‘Guru,’ ‘Rockstar,’ ‘Superstar,’ etc., they scare away potential candidates. Those titles sound fun but a bit unprofessional for some, so it’s better to keep things simple and straightforward.
2. Let the Recruiting Games Begin!
To hire talented candidates, you need to have a process. Start with the basics as stated above, create the job description, and yes, post it everywhere you can think of. But also, instead of waiting for the magic to happen, start recruiting.
At DistantJob, as expert recruiters, we are also expert IT headhunters. If you haven’t heard this term before, don’t be scared, we are not going to take your head off. According to the Cambridge dictionary, headhunting means ‘’To persuade someone to leave their job by offering that person another job with more pay and a higher position’’.
Sometimes it isn’t about the money, but it’s about offering a candidate a new world of possibilities. Imagine finding an extremely talented candidate who is working at a company they don’t feel attached to. You offer them the opportunity to work with a company they do like, and voilà, you hired a talented and compromised candidate.
3. Filtering Candidates the Right Way
CVs exist for a reason. Before starting the interviews and going through questions or testing a candidate’s knowledge, CVs allow you to get a hint if a candidate has what it takes to perform successfully. In other words, it makes you save time. But instead of overviewing a candidate’s CV quickly, it’s important to take the time to analyze it.
At DistantJob, we care about the details of the CVs we share with our clients, so we will analyze each profile and double-check key information with candidates. All this before, even considering interviewing them. This way, we ensure that the people we send to our clients meet the position’s requirements and would enjoy the job.
Keep in mind that besides analyzing the CV, other key strategies can help you make up your mind when filtering which candidates, such as:
- References: If a CV caught your eye, but you’re still unsure, you could ask for references. Call, for example, their former boss or co-worker and ask them some questions about how the candidates worked or their primary tasks.
- Small project: This depends on what type of position you’re looking for. But let’s say you need a designer. To make sure you like the way they work and to test their abilities, you could ask them to do a small project, like designing an online banner, for example. That way, you see if 1) They deliver on time and 2) They have what it takes to do the job.
4. Remote Hiring & Online Interviews
If you think online interviews are awkward, then you’re not the only one. But also, there’s a slight chance you’re doing things wrong.
Online interviews should always be with the camera on; that way, you can establish a deeper connection with candidates instead of just talking like if you were a robot. Also, don’t try to mimic the onsite experience online, because honestly, it’s impossible. Instead of trying to emulate reality digitally, embrace the new virtual setting.
Tip: Start the interview with ice breaker questions to make the environment smooth, and then continue with the position’s questions.
Remote interviews should always be planned out methodologically. This means setting an hour and platform (Meets, Zoom, Skype, etc.) with the candidates. Also, make sure to start the interview, knowing what your objectives are. Just as in virtual meetings (and any other meetings), you have goals you want to accomplish. In this case, it’s to find out if a candidate is a good fit. Ask yourself:
- What does it take for a candidate to be a great fit?
- What skills should they have? (Negotiable and non-negotiable skills)
- What personal traits do you highly value?
- What can this candidate bring to the company?
Don’t wait till the last minute to plan things out!
5. Successfully Onboarding New Hires
Did you know that onboarding increases your retention and productivity rate? According to Glassdoor, organizations with a strong onboarding process improve new hire retention by 82% and productivity by 70%.
At DistantJob, we realized that seven days is the average amount of time for an employee to integrate and adapt to a company’s culture and workflow. So, during these days, it’s the perfect opportunity to set up meetings with them, explain how things work in the company, set up your expectations, and try to keep things as clear as possible.
Here are some of our tips to successfully onboard new hires:
- Have everything ready: If you don’t have an onboarding process, it’s time to make one. That way, you don’t need to do one every time you hire a remote employee.
- Focus on the essential aspects: This means, have all the tedious but necessary documentation ready—for example, the contract, the information of the employee, the communication guidelines, etc.
- Tools: Make time to explain what tools they will be using; that way, when they start fully working, they already know how everything works.
- Culture: Culture is a tricky aspect when it comes to remote hiring. Culture is not just a system of beliefs in a company; it’s how you build connection in a company. So, you can set a call with your team and introduce them to their new team member. Or, to make it more fun, you can set up a happy hour and drink beer while getting to know each other.
Struggling with Your Remote Hiring Process?
We know remote hiring can get frustrating. That’s why for ten years, we’ve become experts in doing it and helping companies hire the best tech talent. If you need a talented developer but can’t seem to find it anywhere, we’re here to save the day.
In less than two weeks, we can help you find and hire a remote techie that understands your company’s workflow, and that has what it takes. Sounds good, right? Contact us!